Diversity, Equity, Inclusion, and Belonging in the Tech Industry

Kathy Teoh, Global Strategic Diversity, Equity, Inclusion & Belonging Director, Arcadis

Kathy Teoh is the global Diversity, Equity, Inclusion, and Belonging Director at Arcadis, a leader in delivering sustainable design, engineering, digital, and consultancy solutions for natural and built assets.  Teoh collaborates with senior business leaders to strengthen the company's diversity and inclusion efforts, fostering a culture where all colleagues can bring their authentic selves to work.

Through this article, Teoh highlights valuable insights into the complexities of DEIB in the tech industry and the importance of addressing these issues to create more inclusive and equitable workplaces.

I introduce myself as a “woman in tech” who started coding on IBM mainframes—now a museum piece, while everything has moved to the cloud. This reflects the rapid pace of tech evolution and my career journey. In the tech industry, I’ve often faced exclusion, being talked over, having my ideas dismissed, and encountering gender biases. These experiences, shared by many women, fueled my passion for driving change. That’s what led me to pivot into Diversity, Equity, Inclusion, and Belonging (DEIB) to create more balanced, inclusive, and equitable workplaces.

As the Global Diversity, Equity, Inclusion, and Belonging Director at Arcadis, I lead our 3-year People & Culture strategy, driving equity through initiatives focused on hiring, talent development, retention, and fostering an inclusive culture where every Arcadian feels they belong. I also partner with our Places leadership team to raise awareness of inclusion through education and address workplace accessibility for underrepresented minorities. Arcadis is the world’s leading company, delivering sustainable design, engineering, digital, and consultancy solutions for natural and built assets.

Challenges in Implementing Diversity Initiatives

Designing and implementing DEIB initiatives has many challenges, including confronting unconscious biases and stereotypes. Gender myths like "women are too emotional" or "mothers aren’t committed" hinder progress. I advise challenging these narratives by asking, “Would we say that if it were a man?” Another challenge is dealing with discomfort in diverse teams. Studies show that diverse teams—across gender, culture, and experience—drive higher profits, innovation, and productivity. Yet, homogeneous teams are often easier to manage due to “affinity” bias. Leaders must embrace differences, foster inclusion, and view diversity as a source of innovation. Finally, DEIB is a long-term journey, and measuring success takes time—companies must set clear, measurable outcomes to demonstrate its tangible benefits.

Increasing politicization in some markets, with bans on diversity training or affirmative action, stems from fear and misunderstanding. DEIB professionals can address this by fostering engagement and constructive discourse to bridge divides and promote understanding in society and organizations.

Based in Singapore, I recognize the need for a nuanced, culturally sensitive approach to global DEIB initiatives. Arcadis U.S. proudly holds the "Equality 100 Award" for LGBTQ+ inclusion, but in markets like Malaysia and the U.A.E., where being gay is criminalized, we respect local laws and tailor our messages to ensure employee safety and cultural sensitivity.

Initiatives for Equitable Hiring, Retention, and Advancement

Many companies have talent practices based on the assumption that everyone starts with equal opportunities in a meritocratic society. However, institutional discrimination exists, and the reality is different. To address this, we must redesign hiring, development, and benefits to provide equitable access to opportunities, considering the diverse needs and perspectives of all talent.

“Governments and corporations must establish ethical standards for AI use, ensuring decisions are socially, economically, and environmentally responsible.”

Promoting equitable hiring doesn’t mean discarding standard processes but adjusting benefits everyone. For example, implementing blind CVs and phone interviews helps eliminate bias toward familiar profiles, like how blind auditions at orchestras increase female representation. At Arcadis, our 3-year strategy includes becoming a "Skills Powered Organization," using new technologies to inventory skills and reduce biases tied to gender, age, or background. This approach enables employees to acquire future skills, create personalized learning paths, and advance in their careers, democratizing growth opportunities and ensuring equal access to roles for all.

Staying Relevant with DEIB in a Changing Society

A strong listening strategy is key to gathering stakeholder feedback in our dynamic world. Staying informed about changing legislation (e.g., EU CSRD, EU Pay Transparency, gender pay gap reporting) is crucial. Employee engagement surveys provide valuable insights into what’s working or not. Employee Resource Groups (ERGs) offer diverse perspectives on gender, abilities, ethnicity, and more, and collaborating with them helps shape HR policies and programs based on lived experiences. Additionally, companies today increasingly collaborate, even as competitors, to share best practices, overcome barriers for minoritized groups, and promote workplace inclusion across industries.

Cultivating an Inclusive Organizational Culture

At Arcadis, we foster an inclusive culture through a combination of policies, values, and ongoing education. We implement anti-discrimination and equal opportunity policies, with continuous awareness programs, including a mandatory course on ‘Being an Active Bystander’ to promote allyship and prevent microaggressions. Our mentorship and sponsorship programs support underrepresented talents while flexible work options accommodate diverse needs. Our annual engagement surveys, including a self-identification exercise, show growing employee trust and participation. Guided by our “People First” core values, we prioritize respect, integrity, and collaboration, ensuring everyone’s contributions are valued and creating a culture of inclusion.

Emerging Technologies and Trends Impacting DEIB

AI is rapidly transforming the workplace, offering both benefits and challenges. For example, telecommuting has opened opportunities for people with disabilities and caregiving needs. However, generative AI, developed by homogenous teams, can encode biases that exclude certain groups. To prevent this, diverse, inclusive teams must drive AI development. Governments and corporations must establish ethical standards for AI use, ensuring decisions are socially, economically, and environmentally responsible. This includes reskilling workers displaced by AI, promoting digital inclusion, and reducing energy usage, ensuring AI benefits all without leaving anyone behind.

Advice for Aspiring DEIB Professionals

Passion for equity and social justice is essential for a DEIB Manager. Beyond passion, continuous learning broadens one’s mindset and highlights privilege. I pursued a master’s in Gender and Equality Studies, gaining knowledge, networks, and an activist mindset. My background as a program director equips me with transferable skills, as DEIB work mirrors project management. Key skills include organization to juggle multiple initiatives, active listening and communication with diverse audiences, perseverance in the face of challenges, and the ability to pivot when necessary. Collaboration is crucial, as resources are often limited, and success requires teamwork and adaptability.  

Lastly, DEIB work is a marathon and not a sprint. On some days, it can be tough and emotionally draining as you are listening to stories of marginalized individuals/groups, so practicing self-compassion is fundamental when progress seems slow.

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